Wrongful Termination Attorney Serving Scottsdale

Fired for a Questionable Reason? Put More Than 30 Years of Experience to Work

We evaluate firings, forced resignations, and suspicious performance explanations by examining what happened before and after employment ended. Complaints, leave requests, changing reviews, disciplinary actions, and inconsistent explanations may reveal whether an employer’s stated reason conceals discrimination, retaliation, or another unlawful motive.

We serve Scottsdale employees from our Phoenix practice, providing direct attorney guidance when a job loss threatens income, benefits, professional reputation, and future employment.

Call (602) 833-0220 to speak with our wrongful termination attorneys about your timeline, records, and legal options during a confidential consultation.

Wrongful & Unlawful Termination Matters We Handle

Arizona employers generally have broad authority to end at-will employment, but they can’t fire someone for a reason prohibited by law, a qualifying employment contract, or protected public policy. We assess whether the facts support an unlawful termination claim, not simply whether the employer’s decision seemed unfair.

Our employment practice addresses terminations involving:

• Employment discrimination: Firing based on race, color, national origin, sex, religion, age, disability, pregnancy, or another characteristic protected by applicable law.
• Retaliation: Adverse action following a discrimination complaint, wage concern, protected leave request, or another legally protected activity.
• Whistleblowing: Termination connected to reporting suspected misconduct or refusing to participate in unlawful conduct.
• Employment contracts: Disputes involving written agreements, compensation terms, executive arrangements, or required termination procedures.
• Constructive discharge: A forced resignation caused by working conditions so intolerable that a reasonable employee would feel compelled to leave.
• Government employment: Cases involving public and federal employees who may have distinct rights, procedures, and appeal options.

Depending on the claim, we represent clients in administrative proceedings, negotiations, mediation, arbitration, and state or federal court.

An Early Evaluation Can Preserve Important Options

We begin by examining the reason the employer gave, who made the decision, whether the explanation changed, and what protected activity occurred beforehand. We then compare that timeline with performance records, workplace policies, employment contracts, and the treatment of other workers where relevant.

Relevant records may include:

• Termination notices, offer letters, employment agreements, and handbooks
• Performance reviews and disciplinary notices
• Emails, text messages, complaints, and leave or pay records
• Names and contact information for potential witnesses

Preserve these materials without deleting, editing, or altering communications. Don’t access records you aren’t legally authorized to obtain.

You’ll work directly with the attorney handling your case. We review the documents, timeline, possible forums, risks, and practical effects before discussing whether an agency filing, negotiation, mediation, arbitration, or litigation fits your circumstances.

AV Preeminent Rated Employment Counsel for Scottsdale Workers

Our firm, Yen Pilch Robaina & Kresin, holds an AV Preeminent rating from Martindale-Hubbell, a peer-review rating for legal ability and professional ethics. Our attorneys have appeared before the United States Court of Appeals for the Ninth Circuit, the Arizona Supreme Court, and Arizona appellate and trial courts.

For more than three decades, we’ve represented employees, executives, government workers, and federal employees in workplace disputes. That experience informs how we assess procedural requirements, conflicting evidence, litigation risks, and realistic paths forward without forcing every case into the same process.